Home Care Turnover Rate Jumps to 80%...HCAOA is Here to Help Members!

7/17/2024

The median turnover rate for professional caregivers jumped two percentage points, from 77.1% in 2022 to 79.2% in 2023, according to the 2024 Activated Insights Benchmarking Report (formerly Home Care Pulse). This marks the highest turnover rate since 2018, where turnover peaked at 81.6%. According to the report, almost four out of every five caregivers will turnover within their first 100 days on the job – a staggering statistic for an industry struggling with recruitment and retention of caregivers since the COVID-19 pandemic and beyond.

HCAOA works hard every day to provide members with exclusive access to unique resources and partnerships that can assist agencies with the challenges they face every day. In fact, the benchmarking report also found that HCAOA member agencies generate 57% more revenue than non-members, thanks to the resources we provide to members.

Here are just a few to get you started to hire the best caregivers:

Discounted Pricing on Background Checks with Alliance Risk Group, Inc. - FCRA compliant background screening checks and create custom screening packages to meet state-specific needs.
Access to All-in-One Job Posting Platform with CareerPlug - Member discounts to access the CareerPlug network, which integrates with Indeed, ZipRecruiter, and Glassdoor
Preferred Pricing for Senior Home Safety Specialist Certification with AgeSafe America - Offer this additional service to clients AND create a career ladder for your caregivers

Click here and log in for a full list of exclusive benefits available to members. And be sure to join HCAOA and Hellohire for an insightful webinar on July 25 focused on supercharging your hiring process.

4 Comments

Diana Reda

7/17/2024 12:58:33 pm

I'm interested to learn more about recruiting caregivers.

Randy Schellenberg link

7/18/2024 04:24:04 pm

Why reducing the physical demands of caregivers....MATTERS!

“God, bless Bill!”

Bill owns a residential assisted living (RAL) community in California.

Last week Thursday I had the opportunity to install Caddies at a care home. In this case, the home ordered COMFORTEK’s chair CADDIES to be installed on all six dining chairs.

Bill’s staff accommodated my unexpected arrival, moved some furniture around and gave me a place to work right beside the dining table and the entrance.

The chair CADDIE is an undercarriage device which attaches to the base of existing dining chairs. When attached it enables care staff to move seated persons up to the table with ease. Rear activated foot brakes provide safety and assurance the chair will not move unexpectedly. It also serves to eliminate damage to floor and chairs caused as a result of chairs being skidded and pushed across the floor.

I got the first chair assembled and showed it to the staff. We went through a brief tutorial during which time I was able to demonstrate the manner in which the chair operates, otherwise known as “booty flip!” We reviewed the safety protocol, hands off…brake on!

While I proceeded to attach the second CADDIE, staff began to showcase the chair to different residents. They demonstrated how much safer it will be for them to get seated. CADDIE #2 had no sooner been assembled and placed onto the floor before it too was put into circulation by care staff.

I finished assembling chairs / CADDIEs just prior to the evening meal. As I was packing up my tools I overheard staff talking to each other. “God bless Bill for noticing how difficult mealtime really is!
These CADDIES make our job so much easier!

I wonder, “What impact would the installation of chair CADDIEs have on the most recent retention figures which indicate 80% staff turnover rate?”

When staff, in response to the purchase of new equipment, offer a “prayer of blessing” for a business, I suspect staff turnover is of little concern. I also suspect occupancy rates will remain high within this care community as front line staff are clearly motivated to demonstrate the use of these chairs during family tours.

Gaphadi Chaps

1/22/2025 03:03:25 am

Working with a generation that never learned how to humanize others is the problem-simple. Especially those seen as ‘subordinates’. Caretakers can only tell themselves that their clients are of a “different time” or just don’t know any better for so long. These are half truths we tell ourselves to ignore the fact that they just don’t respect us and that many are taking advantage of a system that infantilizes them and never holds them accountable for their behavior. Not worth it.

Daxx Khan

5/28/2025 09:08:07 pm

One in 100 Agencies or Facilities fall into the “Good” area in terms of Care at facilities, The Pay is SHAMELESSLY LOW for and once hired Hours actually given to home care workers costs them money overall. EG- Six hours at $18, Gas $3.25-$4.00
a Gallon. Price of a Bridge or Toll on Highway $3.00-$5.00. That $106 Gross is now $80-$85 Gross (Give or take).
Deduct a 15% average in Taxes you now have $67.50 Net.
Cost of travel time only counts from case to case, Agencies 95% of the time pay “Milage” .70 per mile is .10 above average reimbursement.
If a worker gets 30-35 hours a week (An Almost NEVER) wear and tear on their vehicle even a single oil change.
Which since most cars made 2015 or later require “Full Synthetic” the costs is an ENTIRE SHIFTS PAY.

Then Office Staff 80% usually former field workers that were promoted to case manager. It’s cheaper to train and promote a field care aide than hire an actual case manager. They now feel the rush of some authority, Treat field aides like “Second Class Citizens” give cases to friends referred to the agency.

When complaints from clients come in “Duck Calls” once they are fed up to the point they’re beyond annoyed. Will Discharge the client, Claim the family is Verbally Abusive, Note Their file to discourage other agencies from taking cases.
Hurting clients and reducing available cases available for field aides.

Assisted living facilities anytime a resident complains on a frequent basis, Will note then discuss with their primary (Worse A Doctor Contracted With The Facility Mandated To be their primary as condition of being accepted as a resident)

Will suddenly develop signs of Dementia, Depression, Bi-Polar disorder and any other mental or neurological issue they can delay seeing an outside provider, Note and inform family its “Signs of Early Stage” Then the “Temporarily Depressed due to missing family, needing to become settled in and most likely pass, until then the Doctor has prescribed a low dose anti-depressant. We will monitor if things progress set up an appointment with a specialist.
If that point arrives, Facility contracted physician notes (Second hand reporting of symptom's by non medical staff) Medications prescribed are seeming to help but “They Still Have Moments that are unexplained” The outside provider will adjust to “Higher Doses” then see them in a month for follow up on if the new dosage is helping.

The F/U will state “Seems to be better not quite themselves yet”
Another dosage increase, Their now sleeping more than taking part of any activities, phone calls with family.

Those Side Effects give no valid reason for in-depth testing, its now a “Mental Health” concern. Which is just more meds, expressing concerns on their living condition's, In conversation With the doctor will be a continued played out scenario, meds side effects appear as legitimate “Classic Symptoms” not natural aging deficits in an otherwise healthy person.

At $4500 a month (A Low Rent Only Rate) from medicaid, medicare, Control of their monthly checks (Residents Especially after those diagnosis now need PAYEES) Deductions for Supposed included Amenities (Laundry, Toilet Paper) Suddenly HAVE A LIMIT SURPASSED Sheets Are Changed Once Every Two Weeks, Having Changes Once A Week is an added expense in Detergent, Electricity, Hours For Aides To Do Laundry, Machine Stress Needing More Frequent Maintenance by the Company.
DEDUCTIONS!!
The Young immature aides paid .75 above minimum wage are expected to quit, IF an employee report's these wrongs start getting daily warnings ranging from clocking in late 4-5 minutes, If overheard talking on their cell phones either during work or on break using slang “Disrespecting residents” is added, The (Non-Stop F BOMBS BY OWNERS, ADMINISTRATION IS OK)
Their not acting in an “Intimidating Manner” This is the “PRE-SAFEGUARD” Should someone aside from a fat slob at local Dept of Health or Overworked Ombudsman Rep stop by.

Home Health Aides who refuse to be the Family’s Personal Assistant (Shopping for company, Deep Cleaning after a Party, Taking Care Of Pets and Everything else Not involving the clients “Plan Of Care”) Have complaints called in (Not by clients) So they lose that case due to “The Family Has Complained About Treatment Of And Not Finishing The Clients ADL’s and Request You Don’t Come Back.
We Have A Zero Tolerance Policy Clients COME FIRST When Family Needs to get involved its telling us you’re taking advantage” Then Their Fired So The Family Can Wait for the agency who KNOWS the REAL REASON behind the complaint, Find an aide willing or doesn’t know better.

Sites like these I scan the Web for, third party recruiting so applications are stock pil

Home Care Turnover Rate Jumps to 80%...HCAOA is Here to Help Members!

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